Candidate ID Task Automation
Candidate ID Task Automation

16 Tasks Every Recruiting Team Should Automate

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Automating important everyday tasks throughout the recruiting process frees up more time for recruiters to focus on what only they can do - identifying the hottest candidates and then having meaningful conversations with them.

Here’s a starter list of 16 tasks you can easily automate to help you streamline your recruitment operations and ensure you get to the hottest candidates first:

1. Focus on the hottest candidates

Automation transforms your ability to uncover the hottest candidates. Rather than spending time and energy working through a list of candidates, use automation to discover who is most engaged with your jobs. Candidate scoring applies points for every action they take. For example, one candidate may have a score of 50 while another 20. The candidate with 50 has clicked emails, visited key pages on your site, looked at specific job opportunities, each with its own score. This enables recruiters to focus on the hottest candidates who are ready for a hiring conversation today.

2. Intelligent search/match ranking

Rank candidates based on the context of their experience and skills, rather than a simple keyword lookup, or keyword repetition. Search over the existing candidate database and external CV databases/job boards. Automatically parse required data from candidate CVs so end users do not have to manually enter the candidate data.

3. Notify assigned recruiter when top talent visits a specific job page

Get to the A+ candidates first by proactively reaching out based on their behaviour. Use automation to track and notify the assigned recruiter when A+ candidates take certain actions like visiting specific job pages, clicks links in an email or submits an application.

4. Automated job alerts

Send hyper-targeted job alerts to candidates in your ATS. Search and match technology enables recruiters to find candidates from the ATS, match them jobs and then automate the initial engagement with those candidates. Putting the right jobs in front of the right candidates (more quickly) creates a better candidate experience and increases the likelihood of conversion. You can also add a task for recruiters to followup with candidates, if the job was viewed but not applied to.

5. Candidate pre-screening

Manually screening resumes is still the most time-consuming part of recruiting. Recruiters on average spend 23 hours screening resumes for a single hire. AI-driven, search and match screening software automates the resume screening process, intelligently ranking candidates based on the context of their experience and skills, rather than a simple keyword lookup, or keyword repetition. This automatically identifies the most qualified applicants to move forward in the hiring process.

6. Page tracking

Track website activity from candidates and use it to trigger automated actions. A top candidate views a job page, automatically send them an email. A high scoring candidate visits a career progression page, set a task to call. Get your career website working hard for you.

7. Engage passive candidates

Automate a simple passive candidate workflow for newly sourced candidates to immediately establish your employment brand in the eyes of candidates and improve engagement from the start. Automate this first step in building a relationship by sending personalised emails to prospects at scale.

8. Re-engage previous candidates

Engaging with existing candidates in the ATS is how to get the most mileage out of the talent that’s already been sourced. Just because the candidate wasn’t a fit for a job, doesn’t mean they aren’t a good fit for it now or a related role. However, many companies let most of their ATS candidates go dormant and stagnate; wasting all the money, time and energy sourcing them.

9. Social recruiting

Find passive candidates online based on their skills, interests, and actions. Automating your recruitment social media posts that trigger recruiting campaigns is highly effective for engaging potential candidates.

10. Job Advertising

Programmatic job advertising is one of the best ways to use automation in recruitment. Whether you need more candidates for hard-to-fill jobs or more volume into your talent pipeline, programmatic job advertising technology targets your ideal candidates – all using a performance-based (pay-per-click or pay-per-application) approach, giving you more control of your recruitment advertising budget to get the best ROI.

11. Candidate nurturing

It’s important to maintain a relationship with candidates throughout the entire hiring process—not just when they’re actively being interviewed and considered. Automated email flows nurture candidates throughout the process, ensuring they stay engaged and don’t lose interest in the position. New candidates, previous applicants, lists from events – all can be used in well-crafted email sequences. You can also send automated reminders to keep candidates up-to-date on the next steps like upcoming scheduled interviews and assessments due.

12. Video interviewing

Video interviewing software gives you a better insight into a candidate’s skills, personality, and experience than telephone interviewing, and allows you to automate the whole screening process. You can prepare your questions and send invitations to the selected candidates. Candidates can take interviews on their smartphones whenever they want and wherever they are based. The response rates are higher and the process is much faster.

13. Process automation

Updating records, adding notes, creating tasks, notifying record owners of key changes… these are all things that can be put on autopilot. Improve productivity and don’t let important tasks slip through the cracks.

14. Data cleanup

Declutter your ATS by finding outdated records, people with no contact information or records without activity and speed up searches in your system.

15. Keep credentials up to date (healthcare, industrial etc…)

This is a big one for certain industries, especially healthcare. Automatically send an email to a candidate 1 month before expiring credentials and every week until new credentials have been received.

16. GDPR Compliance

Automate the key communication and tracking requirements of GDPR with a fully automated process that is always running in the background. Collect initial consent, maintain ongoing consent, automatically share your privacy policy and be confident that it is done for every candidate at the exact right time.

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